- Employment Contract
- Tax Enrollment IR56E
- MPF Enrollment
- MPF Registration for Non-HK Expatriates
- Compensation Insurance
- Employment for Age below 18
- Continuous Contract (418)
- Annual Leave
- Statutory Holiday
- Sick Leave
- Average Wage (713)
- Statutory Minimum Wage
- MPF Contribution
- Maternity Leave
What The Regulation Says On Which Day Our Employees Should/Can Be On Leave?
Referring to the Employment Ordinance, all employees should be entitled to a number of rest days, statutory holidays and paid annual leave during employment. You may refer to chapter 4 of the concise guide published by labour department for more details:
For annual leave, you may refer to another article prepared by us:
So Can We Ask our Employees to Work Continuously without Resting?
You should allow your employee a rest day in every 7-day period of work.
On rest day, employee can abstain from work for 24 hours.
Whether it is paid or not can be agreed between you and your employee. Normally, rest day should be of regular nature but if it is irregular, you should inform your employee the rest days of the coming calendar month before the month begins.
Using human resources system, whether Rest Day is paid or not can be determined by some simple clicks when defining the work schedule of your employees.
Take a look at our HR system "Backstage"
Or go straight to the attendence management function of Backstage
And How About Other Holiday? What the Regulation Says?
In Hong Kong, according to section 39 of Employment Ordinance, regardless of length of service, your employees are entitled to the 12 statutory holidays as specified in the Employment Ordinance.
- The first day of January
- Lunar New Year's Day
- The second day of Lunar New Year
- The third day of Lunar New Year
- Ching Ming Festival
- Labour Day, being the first day of May
- Tuen Ng Festival
- Hong Kong Special Administrative Region Establishment Day, being the first day of July
- The day following the Chinese Mid-Autumn Festival
- Chung Yeung Festival
- National Day, being the first day of October
- Chinese Winter Solstice Festival or Christmas Day (at the option of the employer)
Please note, employee is not allowed work on statutory holiday and subsequently received additional wage to settle the issue, ie, "buy-out" the holiday. After working on statutory holiday, employer and employee must arrange another day of leave as a substitute.
For sure, you may adopt the Bank Holiday practice. In HR system such as Backstage, you can define which set of holiday applies to your staff members.